1. CAPACRAO Webinar
Kristin Albright Waters
July 12, 2016

2. Goals of Session
 Become more knowledgeable about teleworking
 Understand pros and cons of teleworking to employee,
employer, environment
 Learn strategies in creating
 Determine if it is “right for you”
 Answer remaining questions
 Session is based upon research of dissertation:
The Lived Experience of Teleworking:
A Case Study from the Higher Education Environment

3. History of Telework
 Jack Nilles: "Father of Telecommuting" 1974. -Teleworking: Work that is
conducted away from the usual place of business but mostly at home
and that is often supported by telecommunications, Internet access, or
a computer.
 Falls under the umbrella of Flexible Work/Life Balance (FWLB).
 Other FWLB: shared work schedules, modified schedule, Hoteling,
remote working, modified work week, Flexitour, etc.
 Originally designed in response to relocating to suburbs and rising oil
and energy costs.
 Federal Government

4. Today’s Teleworker

5. Employer: Pros to Telework
 Save in expenses: water, electricity, paper, rent
 Supporting decrease in carbon footprint/environmental
sustainability
 Loss production due to outside factors decreased
 Increased productivity: productivity studies consistently find
that teleworkers outperform their peers at the traditional office
by about 16 percent; which means that companies save $2 for
every $1 invested in remote equipment and extra phone lines”
(Hequet, 1994).
 Increased office space
 More 'favorable' to people with special needs
 Increased range for recruitment of employees
 Less vacation/sick time used for employees

6. Employee: Pros to Telework
 Saved resources: fuel, car repair, dry cleaning, etc.: "teleworking
one day a week, the average commuter could save an estimated
$2,104 per year" (Markarian, 2007).
 Increase in time
 Decrease in distractions at work
 Flexibility in the workplace
 Trust and Organization Commitment: "common thread in the
commitment research is that when employers provide employees
with a rewarding job and supportive work environment,
employees reciprocate by becoming committed to the
organization" (Knudsen, Johnson, Martin, & Roman, 2003).
 Increase in productivity; sense of deeper appreciation to the
institution?

7. Cons to Telework
 Resources are needed
 Technology is not full proof
 Risk of confidential data
 Risk of staff not completing work
 Missed "water cooler" conversations
 Social isolation
 Too much productivity/Work Life Balance issues
 Creativity can flourish or flounder
 Not suited for all employees (person and position)

8. Research Questions
 RQ #1: What are the lived experiences of exempt
employees who telework?
 Results = Chapter 4
 Narratives of the lived experiences
 RQ #2: Do these employees experience fit as outlined
by the Concept of Fit theoretical framework?
 Results = Chapter 5
 Findings organized by the theoretical framework

9. Theoretical Framework:
Concept of Fit
DISTRIBUTED WORK ARRANGEMENTS
Figure 1. A framework for studying distributed work arrangements (Belanger & Collins, 1998).
Organizational
Characteristics
Individual
Characteristics
Work
Characteristics
Technology
Characteristics
FIT Outcomes
Societal
IndividualOrganizational

10. Theoretical Framework:
Concept of Fit
SUMMARY OF MODEL VARIABLES
Organizational Characteristics Examples
Organizational objectives Cost savings, increased productivity and employee demands/incentives
Organizational culture Employee commitment and loyalty
Organizational control mechanisms Outcome, behavioral, personal, and clan controls
Individual Characteristics Examples
Individual objectives Cost savings, control of work schedule
Individual skills Technical and problem solving-skills, communication, reliability and
self-sufficiency
Work Characteristics Examples
Communication pattern Base on task type: high or low information exchange requirements
Coordination requirements Based on task type: standardized, scheduled, mutual agreement and team
coordination
Technology Characteristics Examples
Security requirement Appropriate equipment and furniture, information ownership and control
established
Physical setup Quiet space, access to appropriate equipment and support
Outcomes Examples
Societal Reduced pollution, work provided in low employment areas
Organizational Increased productivity, employee retention, reduced overhead
Individual Increased satisfaction, control of work schedule, increased productivity,
reduced commuting time and costs, stress from work-family conflicts
Figure 2. Summary of model variables.

11. Participant Profile
Demographic Characteristics of Participants
Participant Gender Ethnicity
Participant
Code
Telework
Day
Bertha F AA 1 Monday
Laya F AA 2 Wednesday
Mindi F C 3 Wednesday
Paul M C 4 Tuesday
Oobleck M C 5 Monday
Terry F SEA 6 Wednesday
Lynn F C 7 Wednesday
Lucy F C 8 Friday
Jim Hatfield M C 9 N/A
Wendy F AA 10 Friday
Anne F C 11 N/A
Note. F = Female; M = Male; AA = African American; C = Caucasian; SEA =
Southeast Asian.

12. Findings
Similar experiences among
participants
Plan tasks to ‘save’ for telework day
Distractions in the office/focus
Email – first ‘thing’ they do on
telework day
Supportive supervisors
Commute
Technology: internet and computer
Want to telework more
Office of support
Unique experiences among
participants
Communication with office
Start and end time of telework day
Personal tasks
Distraction at home
Technology
Tasks – processing/creativity
Negative thoughts/perceptions
RQ #1: What are the lived experiences of exempt employees who telework?
RQ #2: Do these employees experience fit as outlined by the Concept of Fit
theoretical framework?

13. Findings, Con’t.
 4 characteristics = all present
 Fit = participants not aware of framework
 3 outcomes = all present
 Overall, participants experience fit as outlined by the
Concept of Fit theoretical framework.

14. Things to keep in mind

15. Is it Right For You – Write it Out
 Concept of Fit:
 Organizational Characteristics
 Individual Characteristics
 Task Characteristics
 Technology Characteristics

16. How to Get Started?
 Review HR website for policy or benefit
 Ensure you have a performance review of effective
 Talk to your supervisor – mention to benefits to the
organization FIRST, and ones that will keep you engage
 Offer a trial period
 Offer to complete all paperwork/Make is hard for them to
say NO
 Offer a “remote location” on campus
 Offer 1 x month
 Be clear with deliverables
 Set clear expectations for communication

17. Thank you
 Questions?
 Comments?
 References available upon request
 Findings based upon dissertation research, 2016